Professional Documents
Culture Documents
On
ANALYSIS OF RECRUITMENT AND SELECTION POLICY
OF
SWEET KING
A Summer Training Project Report
Submitted in Partial Fulfillment of the
Requirements for the Award of Degree
Of Bachelors in business Administration
(BBA)
2013-2016
TRAINING SUPERVISOR:
SUBMITTED BY:
PRERIT JAIN
MAYANK GERA
117/GDIB/JIMS/2013
JAGANNATH UNIVERSITY
JAIPUR
Mr.Rakesh Gera
(Director)
ACKNOWLEDGEMENT
"Accomplishment of any task necessarily depends upon the willingness and enthusiastic contribution
of time and energy of many people."
From the starting till the completion of this project, there are many people without whose assistance
all my efforts would have been fruitless. I, therefore, acknowledge all who generously helped me by
sharing their time, experience and knowledge with me without which this project would have never
been accomplished.
I must express my gratitude to Mrs. KANCHAN BAJAJ (my project guide) whose perceptive
guidance, constant encouragement, constructive criticism and affection were the light of guidance
during my tenure of my work.
Finally, I would like to state that the project not only fulfilled an academic requirement, but would
also help me in future endeavors in the years to come.
PRERIT JAIN
Preface
A hallmark of any premier business school is its willingness and ability to constantly explore and
implement new ideas and practices in the field of management education. Institute constantly
reorients their programs in order to keep abreast of changing development.
The initial interaction between the business school students and industry takes place when the
students undergo project is usually for knowing the process for recruitment, selection, industrial
relations & training of that company. In this summer training I worked with Sweet King in
Human Resource Department, Sweet King is an Indian company, which deals in manufacturing of
candy. The company also exports its product and being a manufacturing unit the human resource is
the crucial part of the company. While working with the company I came along with many new
things related to HR, which I would have not learned in the books.
TABLE OF CONTENT
S.NO
1.
PARTICULARS
Introduction
1.1
2.
Size,
Contribution in GDP, Employees, Global Practices)
Competition Information
SWOT Analysis
Introduction to project
3.
Research Methodology
4.
5.
6.
Suggestions
Appendix
Bibliography
PAGE NO.
CHAPTER-1
INTRODUCTION
Chocolate bars
Individual packaging
Boxed selection
Seasonal
Alfajores
With toy
Sugar Confectionery
Mints
Hard candy
Medicated confectionery
Nougats
Lollipops
Other
Chewing Gum
With sugar
Sugar-free
Bubble gum
Global Outlook
In 2011 the global market value of the confectionery industry was 185.477 billion dollars, that is, a
5.1% increase compared to 2010 and a median annual growth of 4.8% between 2007 and 2011. In
2011, more than 14 million tons of products from the confectionery industry were sold globally, and
the Asia Pacific region had the largest sales volume (3,073 tons).
The chocolate category recorded the largest share of the industry's sales, with 55%, followed by sugar
confectionery with 31% and chewing gum with 14%.
In recent years, confectionery has experienced constant growth due to several factors, such as product
and packaging innovation, the creation of products with fewer calories and an increase in demand in
emerging countries.
However, in recent years, the confectionery industry has faced several challenges that have slowed its
growth, such as the increase in inputs costs (mainly sugar and cocoa) and health trends that increase
consumer awareness on sugar intake.
In 2011, the United States had the highest market value in the confectionery industry, with 32.345
billion dollars, followed by the United Kingdom (12.754 billion), Brazil (12.518 billion), Germany
(12.220 billion), Russia (11.764 billion) and China (10.377 billion). Mexico was the tenth country in
the world with the largest market value in the industry, with 4.651 billion dollars.
According to the International Confectionery Association, there are more than 18 thousand
confectionery manufacturers worldwide, that is, more than 600 thousand jobs for individuals who
work in the various areas of the business.
International Trade
In 2010, Mexico ranked 11th among the leading confectionery exporting countries globally and the
leading exporter in Latin America. In addition, Mexico was one of the countries with the highest
growth in exporting activities during this period.
Also in 2010, Mexican confectionery exports reached a value of 1.033 billion dollars, that is, a 13.5%
growth over 2009 and a median annual growth of 15.4% between 2006 and 2010. Between January
and September 2011, exports reached a value of 861 million dollars.
Mexican confectionery exports were mainly to the United States, with a value of 907 million dollars;
Canada, with 31 million; and Guatemala with 15 million dollars. The largest increase in product
demand was recorded in Canada, with a 34.2% increase over 2009.
These data show that Mexico's trade balance in 2010 for confectionery sales experienced a surplus of
570 million dollars. This surplus is proof of Mexico's capacity to produce confectionery and the
increasing international demand for Mexican products.
A factor that has triggered the demand for Mexican products abroad is their authenticity, especially in
the case of regional candies. These products have found a place in the preferences of foreigners
because in many cases they have been considered part of the supply of organic products and in other
cases of gourmet products.
Contribution to India GDP
The confectionery industry of India, which was ranked 25th in the world in 2009, has now emerged as
one of the largest and well-developed food processing sectors of the country. The credit goes to
liberalization along with growing Indian economy, which have led several multinational companies to
invest in Indias confectionery market, further changing the face of this industry.
According to our new research report Indian Confectionery Market Analysis, the Indian
confectionery market is going through rapid changes in terms of trends and consumer behaviour pattern.
The industry is being benefitted from the countrys economic boom, and growth in consumer spending.
This higher consumer spending is also driven by the new found mall culture and changing lifestyle.
Besides, the entry of various multinational companies in the Indian confectionery market has not only
increased the competition but also the per-capita consumption, by launching new products at affordable
prices, and creating awareness among the buyers through advertisements and promotional campaigns.
During the research, we found that emerging trend of gifting confectionery products and untapped rural
market are among the key factors that are expected to fuel growth in Indian confectionery market in the
near future. Backed by these factors, the Indian confectionery market is expected to grow at a CAGR of
more than 18% during 2012-2015.
The confectionery market of India is divided into three segments: chocolate, sugar confectionery and
gum market, which is further divided into sub-segments. Our team of domain experts studied the
confectionery market overall, segment wise and sub-segment wise, and provided market forecast (in
terms of volume and value both) till 2015. Among all the sub-segments of Indian confectionery market,
chewing gum market is expected to grow at the fastest rate, by value, in the coming years.
It has been observed that various domestic and multinational companies are gearing up for gaining profit
from the growing confectionery industry of India. Our report provides market share of the major
companies in chocolate and gum market, and competitive landscape of the Indian confectionery
industry, which includes business overview, product portfolio and recent company activities.
The report, which has been designed to understand the Indian confectionery market comprehensively,
also analyzed the major industry drivers, along with the challenges hindering the growth of this industry.
This way, the report provides inclusive and in-depth analysis of Indian confectionery market which will
prove decisive for the clients, and help them take sound investment decisions.
Competitiveness
Mexico is renowned as one of the countries with the largest range of confectionery worldwide,
ranking among the top ten countries with most sales in the industry. Mexico's production in this
sector has increased constantly, its growth being supported by the production chain, since the country
has the inputs required to manufacture different products.
The Chocolate Industry
The chocolate industry is divided into the categories of alfajores, bagged chocolates, boxed standard
chocolates, boxed miniature chocolates, chocolates with toy, seasonal chocolates, slabs and other
kinds of chocolate.
The kinds of chocolate offered are milk-based, white, dark and filled.
Global Outlook
In 2010 the market value of the chocolate industry was 94.793 billion dollars, representing a 5.7%
increase over 2009 and an average annual growth rate of 5.5% between 2006 and 2010. The industry
recorded constant growth throughout the period due to the business expansion experienced by many
companies, the diversification of products and brands and an increase in the purchase power of many
countries.
The country with the highest market value in the chocolate industry in 2010 was the United States,
with 17.681 billion dollars; followed by European countries such as Germany (7.820 billion), the
United Kingdom (7.326 billion), France (4.357 billion) and Italy (2.760 billion).
Regarding global consumption, Europe records the highest numbers, Ireland being the leading
chocolate consumer with 10.3 kg per year per capita, followed by Austria with 10.08 kg and the
United Kingdom with 9.6 kg. Annual consumption in the United States is 5.3 kg.
International Trade
In 2010 Mexico was the leading exporter in Latin America of chocolate and cocoa preparations, with
506 million dollars. This represented a 28% increase compared to 2009. Between January and
September 2011 the country had already reached 450 million dollars in exports of this product.
In 2010 Mexican chocolate exports increased by 28.1% over the previous year, reaching a value of
506 million dollars and an average annual growth rate of 37.3% between 2006 and 2010.
Mexican chocolate was mainly exported to the United States, with 87% share, and Canada with 5.1%
share. However, the country with the largest increase in product demand was Guatemala, with a
38.5% change compared to 2009.
Industry Chambers
National Association of Chocolate, Candy and Similar Product Manufacturers (ASCHOCO): its goal
is to provide support and guidance in order to competitively develop its associates and to defend their
interests before the industry.
Although certain sectors of the confectionery industry have reached maturity in many parts of the
world, the global market continues to grow. Much of this recent growth has come from developing
regions and countries, aided by the spread of multinational suppliers and their brands, as well as a
growing base of increasingly affluent consumers in places such as Russia, China and India. In the
developed world, much of the markets recent growth can be attributed to niche sectors, such as lowfat, low-sugar, organic and Fairtrade products. New product innovation remains critical to future
success within the industry, with many of the worlds leading suppliers investing heavily in this area.
Key features:
- Analysis of current and future trends in the global confectionery market
- Historic and future market size data for all of the worlds regions
- Analysis of key players, with worldwide market share data
- Discussion of key product innovations
- Forecasts up to 2010
The, Indo Trade International, are engaged as one of the leading Manufacturers, Exporters and
Suppliers of a wide range of Confectionery Items, such as Hard Candy, Sugar Coated Products,
Chewing Gum, Liquid Tube Candy and Soft Jelly Candy. Its range is acknowledged for its mouthwatering taste, outstanding quality and attractive packaging. All these confectionary items are made
with high quality sugar, liquid glucose, high quality flavors, and fruit pulp.
Besides domestic market, they have created strong foothold in international market also. They have
covered complete India, Malaysia, Bangladesh, Africa, Nepal and Gulf Countries under our network
area. They have become a preferred name in the market by making available such outstanding quality
products, which cannot be found anywhere else, and that too at reasonable prices, offered by them.
They have carved a niche for themselves in the market with our excellent product range.
HISTORY
Founded in 2003, Indo Trade International is a New Delhi based Manufacturer, Exporter and Supplier
of Hard Candy, Sugar Coated Products, Chewing Gum, Liquid Tube Candy and Soft Jelly Candy. The
company is running very smoothly under the able guidance of Mr. Rakesh Kumar, who is having
fifteen years industrial experience. The annual Revenue of the company is 1milion $.
Vision
To become the most admired Candys related Company in India.
Values
This vision to become India's most admired Sweet Candy Company will be realized through its unique
set of values, which are as follows:
Knowledge:
Knowledge leads to expertise; and Sweet King expertise is in helping people protect themselves.
Perfectly combining global expertise with local knowledge, it is India's candy specialist. Sweet King
believes that for knowledge to be of value it must be focused, current, tested and shared.
Caring:
Sweet King is redefining the Sweet King paradigm by focusing on customers first. The service
process is responsive, personalized, humane and empathetic. Every individual who represents the
company is for us Sweet King brand champion.
Honesty
Honesty is the heart of the life insurance business. It is all about trust. Transparency, integrity and
dependability form the cornerstones of the Sweet King experience. The company ensures that
everyone who represents the brand carries a promise: we care in word as well as deed.
Excellence:
Excellence at Sweet King implies the ability to perform at a consistently high level. Focused on the
value of continuous improvement in people, processes and the organization, the company strives for
the highest standards of quality in every aspect of its business.
Mission
Become one of the top quartile Candys companies in India.
Be a national player.
Be the brand of first choice.
Be the employer of choice.
Become principal of choice for agents.
Companys Motto
To offer high quality and delicious candies to our clients in compliance to our latest technology
prevalent in this industry. They work with full throttle to achieve our companys motto and hence
forth, deliver our quality products that are in vogue, at most competitive rates.
Infrastructure
The manufacturing unit and support of experienced team forms the backbone of the company. They
possess fully automatic machinery in the production unit that carries production of upto 150 tons per
month. There contemporary infrastructure facilitates accomplishment of all the operations smoothly.
Packaging Details
Though they enjoy the success of brands and an ever increasing export volume, they do provide both,
Private Label branding as well as Co-Packing options for wholesalers and distributors alike.
Private Labeling: They can assist you in registering your own new brand name or use your existing
brand. They offer this option to companies with similar interest in quality products and packaging.
Co-Packing: They are ready, willing & most capable to produce and package any product to your
exact specifications.
Name of Director
Year of Establishment
2002
Nature of Business
Number of Employees
60
Market Covered
PRODUCTS MIX
Hard Candy
Hard Candies are manufactured, exported and supplied by us that are very popular candies across the
length and breadth of country. They make available Hard Candy in various fruit flavors, such as
Albelee Imlee Candy, Kachi Kery Candy, Kharbooja Candy, etc. These Hard Candies are extensively
liked since fruit taste is very well accepted by people of all ages.
Heart candy
Blister Strips
X Kool Box Candy
The company hold expertise in manufacturing, exporting and supplying sweet and delicious Sugar
Coated Products. company offer various Sugar Coated Products; such as Sugar Coated Saunf and
Choco Bonds. The best quality ingredients are used in production of Sugar Coated Products, offered by
us. These Sugar Coated Products are extensively liked by people of all ages, especially children. They
make available delicious Sugar Coated Products in safe packing, in order to retain their taste and
freshness.
Sugar Coated Mint Saunf
Sugar Coated Chocolate Saunf
Choco Bond
Fruit Balls Candy
Liquid Tube Candy is one of our most popular confectionary items. Real fresh flavor can be enjoyed
with Liquid Tube Candy, which we make available. Sweet king offer Liquid Tube Candy in so many
mouth-watering flavors, and children like all these. In addition, we offer our Liquid Tube Candy in
attractive packing.
Coco Kiss Candy
MangoVango Candy
Squeeze Candy Mango
Gummy candies were invented in Germany in the 1920s and since then they have quickly become a
worldwide favorite. Sweet kings Soft Jelly Candy is known for its mouth watering taste. Soft Jelly
Candy, that we offer, is the most preferred candy among children due to its sweet taste and attractive
packaging. Our array of Soft Jelly Candy comes in Orange, Green Apple, Mango, Grapes, Raw Mango
and Strawberry flavors.
Strawberry Jelly Candy
Mango Jelly Candy
Kachi Kerry Jelly Candy
Orange Jelly Candy
Tamarind Jelly Candy
Assorted Jelly Candy Box
Chewing Gum
The Indo Trade International, are a proud Manufacturer, Exporter, and Supplier of premium Chewing
Gum. They specialize in manufacturing Chewing Gums in different delectable flavors. Their Chewing
Gum is preferred for its tender texture and great flavor. They manufacture Chewing Gum under totally
hygienic conditions so as to enhance your chewing experience. The valuable customers can avail
Chewing Gum at the market leading prices from us.
Mini Gumzz Chewing Gum
Wow Fruit Chewing Gum
Mint Wow Chewing Gum
Exports
The company have been successful in establishing a sound international market base beyond the
national boundaries. Their full product range are widely approved and accepted in Far East Asian
nations such as Indonesia, Malaysia and Korea. Moreover, the demand for our products is very huge in
the Middle East countries like Qatar, U.A.E., Saudi Arabia, Kuwait and the rest. African countries like
Kenya, South Africa, Madagascar, and Mauritius also acclaim the products exported by them.
The aim is to successfully export good quality products at competitive prices so as to satisfy our clients
in the international market. In fact, we strive to understand the unique requirements for quality and
packaging in each of their specific geographical market along with their trading structures and
formulate and supply the products accordingly.
CADBURY
Cadbury India plans to invest more than Rs 1,000 crore (US$ 160.31 million) in the first phase of a
manufacturing plant in Sri City, Andhra Pradesh (AP). The company has signed an agreement with Sri
City to take on lease 134 acres of land for the proposed facility
TIERA FOODS
Tierra Food India plans to make an investment of Rs 7 crore (US$ 1.12 million) in its production
facility at Kinfra Park, Adoor, to expand the product line
NISSIN FOODS
Nissin Foods, worlds popular Top Ramen brand of cup noodles, plans to buy Capital Foods to
expand its footprint in India
PARLE AGRO
Parle Agro has launched Cafe Cuba, Indias first coffee-flavored carbonated beverage. Parle expects the
new coffee drink to record Rs 1,000 crore (US$ 160.31 million) sales in the first 12-18 months of its
launch
NESTLE
NESTL's relationship with India dates back to 1912, when it began trading as The NESTL AngloSwiss Condensed Milk Company (Export) Limited, importing and selling finished products in the
Indian market. NESTL India manufactures products of truly international quality under internationally
famous brand names such as NESCAF, MAGGI, MILKYBAR, KIT KAT, BAR-ONE, MILKMAID
and NESTEA and in recent years the Company has also introduced products of daily consumption and
use such as NESTL Milk, NESTL SLIM Milk, NESTL Dahi .
International Players
SWOT Analysis
Strengths:
Weaknesses:
Most of its product are targeted towards children, so limited consumer base
Opportunities:
Threats:
Parents reluctant to buy chewing gums and candies for kids
Competition from local and international brand
CHAPTER-3
RESEARCH METHODOLOGY
There are many research methods to conduct any study. The study is based on a combination of
desk research and exploratory research methods exploring HRD functions adopted by organization
and to assess the awareness and involvement of the employees of the organization in respect of HRD
functions using various means
functions.
5. To evaluate the HRD scenario in the organization and suggest for the future.
6. To understand the marketing strategy of Indus health plus.
The population considered for the purpose of the survey was people residing in Delhi and the National
Capital Region(NCR)
Sampling Technique Used
Since the information required was not of very technical nature and also looking at the scope of the
project and the extent of the target segment, the sampling technique employed was convenience random
sampling.
Period Study
The period study is 6 weeks.
CHAPTER-2
RECRUITMENT
Recruitment is defined as, a process to discover the sources of manpower to meet the requirements
of the staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient workforce. Edwin B. Flippo defined
recruitment as the process of searching for prospective employees and stimulating them to apply for
jobs in the organization. In simple words recruitment can be defined as a linking function-joining
together those with jobs to fill and those seeking jobs.
Help increase the success rate of the selection process by reducing the number of visibly, under
qualified or overqualified job applicants.
Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
Begin identifying and preparing potential job applicants who will be appropriate candidates.
Search for talent globally and not just within the company.
Recruiting policy
Companys size
Cost of recruitment
2) EXTERNAL FACTORS
Unemployment Rate
Labour-market conditions
Social factors
Economic factors
Technological factors
SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories: internal sources and external
sources. Both have their own merits and demerits.
Internal Sources: Persons who are already working in an organization constitute the internal sources. Retrenched
employees, retired employees, dependents of deceased employees may also constitute the internal
sources.
Whenever any vacancy arises, someone from within the organization is upgraded,
External Sources: External sources lie outside an organization. Here the organization can have the services of: (a)
Employees working in other organizations; (b) Jobs aspirants registered with employment exchanges;
(c) Students from reputed educational institutions; (d) Candidates referred by unions, friends,
relatives and existing employees; (e) Candidates forwarded by search firms and contractors; (f)
Candidates responding to the advertisements, issued by the organization; and (g) Unsolicited
applications/ walk-ins.
Merits
1) Economical: The cost of recruiting
Demerits
1) Limited Choice: The organization is
utilized.
activities.
Merits
and
The merits and demerits of recruiting candidates from outside an organization may be stated thus:
Merits
Demerits
Merits
task either.
External
sources
of
working.
his abilities.
rewards, etc.
Recruitment
and
Demerits
of
METHODS OF RECRUITMENT
Internal Methods:
1) Promotions and Transfers:
This is a method of filling vacancies from internal resources of the company to achieve optimum
utilization of a staff member's skills and talents. Transfer is the permanent lateral movement of an
employee from one position to another position in the same or another job class assigned to usually
same salary range. Promotion, on the other hand is the permanent movement of a staff member from
a position in one job class to a position in another job class of increased responsibility or complexity
of duties and in a higher salary range.
2) Job Posting:
Job Posting is an arrangement in which a firm internally posts a list of open positions (with their
descriptions and requirements) so that the existing employees who wish to move to different
functional areas may apply. It is also known as Job bidding. It helps the qualified employees working
in the organization to scale new heights, instead of looking for better perspectives outside. It also
helps organization to retain its experienced and promising employees.
3) Employee Referrals:
It is a recruitment method in which the current employees are encouraged and rewarded for
introducing suitable recruits from among the people they know. The logic behind employee referral is
that it takes one to know one. Benefits of this method are as follows:
Quality Candidates
Cost savings
External Methods:
External methods of recruitment are again divided into two categories- Direct External Recruitment
and Indirect External Recruitment methods.
Companies get the opportunity to choose from and select the best talent in a short span of time.
Companies end up saving a lot of time and efforts that go in advertising vacancies, screening and
eventually selecting applicants for employment.
College students who are just passing out get the opportunity to present themselves to some of the
best companies within their industry of interest. Landing a job offer while still in college and joining
just after graduating is definitely what all students dream of.
On the negative front, campus recruiting means hiring people with little or no work
experience.
Walk-ins:
Walk-ins is relatively inexpensive, and applicants may be filed and processed whenever vacancies
occur. Walk-ins provide an excellent public relations opportunity because well-treated applicants are
likely to inform others. On the other hand, walk-ins show up randomly, and there may be no match
with available openings. This is particularly true for jobs requiring specialized skills.
2)
3)
E-Recruiting:
There are many methods used for e-recruitment, some of the important methods are as follows:
a) Job boards: These are the places where the employers post jobs and search for candidates. One of
the disadvantages is, it is generic in nature.
b) Employer web sites: These sites can be of the company owned sites, or a site developed by various
employers.
c) Professional websites: These are for specific professions, skills and not general in nature.
4)
The concept of gate hiring is to select people who approach on their own for employment in the
organization. This happens mostly in the case of unskilled and semi-skilled workers. Gate hiring is
quite useful and convenient method at the initial stage of the organization when large number of such
people may be required by the organization
SELECTION
Introduction
The size of the labour market, the image of the company, the place of posting, the nature of job, the
compensation package and a host of other factors influence the manner of aspirants are likely to
respond to the recruiting efforts of the company. Through the process of recruitment the company
tries to locate prospective employees and encourages them to apply for vacancies at various levels.
Recruiting, thus, provides a pool of applicants for selection.
Definition
To select means to choose. Selection is the process of picking individuals who have relevant
qualifications to fill jobs in an organisation. The basic purpose is to choose the individual who can
most successfully perform the job from the pool of qualified candidates.
Purpose
The purpose of selection is to pick up the most suitable candidate who would meet the requirements
of the job in an organisation best, to find out which job applicant will be successful, if hired. To meet
this goal, the company obtains and assesses information about the applicants in terms of age,
qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates.
The most suitable person is then picked up after eliminating the unsuitable applicants through
successive stages of selection process. How well an employee is matched to a job is very important
because it is directly affects the amount and quality of employees work. Any mismatch in this regard
can cost an organisation a great deal of money, time and trouble, especially, in terms of training and
operating costs. In course of time, the employee may find the job distasteful and leave in frustration.
He may even circulate negative information about the company, causing incalculable harm to the
company in the long run. Effective election, therefore, demands constant monitoring of the fit
between people the job.
The Process
Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the
applicant proceeds to the next one. The time and emphasis place on each step will definitely vary
from one organisation to another and indeed, from job to job within the same organisation. The
sequence of steps may also vary from job to job and organisation to organisation. For example some
organisations may give more importance to testing while others give more emphasis to interviews
and reference checks. Similarly a single brief selection interview might be enough for applicants for
lower level positions, while applicants for managerial jobs might be interviewed by a number of
people.
1.
Reception
The
people
it
employs
know
a company. In order to
attract
skills
and
experience
favourable impression
on the
the
stage
of
reception.
initially
2. Screening Interview
A preliminary interview is generally planned by large organisations to cut the cost of selection by
allowing only eligible candidates to go through the further stages in selection. A junior executive
from the Personnel Department may elicit responses from the applicants on important items
determining the suitability of an applicant for a job such as age, education, experience, pay
expectations, aptitude, location, choice etc. this courtesy interview as it is often called helps the
department screen out obvious misfits. If the department finds the candidate suitable, a prescribed
application form is given to the applicants to fill and submit.
3.Application Blank
Application blank or form is one of the most common methods used to collect information on the
various aspects of the applicants academic, social, demographic, work related background and
references. It is a brief history sheet of employees background.
Usefulness of Application Blank or Form
Application blank is highly useful selection tool, in that way it serves three important purposes:
a) It introduces the candidate to the company in a formal way.
b) It helps the company to have a cross-comparison of the applicants; the company can screen and reject
candidates if they fail to meet the eligibility criteria at this stage itself.
c) It can serve as a basis to initiate a dialogue in the interview.
4.Selection Testing
Selection tests or the employment tests are conducted to assess intelligence, abilities, and personality
trait.
A test is a standardized, objective measure of a persons behaviour, performance or attitude. It is
standardised because the way the tests is carried out, the environment in which the test is
administered and the way the individual scores are calculated- are uniformly applied. It is objective
in that it tries to measure individual differences in a scientific way giving very little room for
individual bias and interpretation. Some of them are
a) Intelligence Tests: These are mental ability tests. They measure the incumbents learning ability and
the ability to understand instructions and make judgements. The basic objective of such test is to pick
up employees who are alert and quick at learning things so that they can be offered adequate training
to improve their skills for the benefit of the organization.
b) Aptitude Test: Aptitude test measure an individuals potential to learn certain skills- clerical,
mechanical, mathematical, etc. These tests indicate whether or not an individual has the capabilities
to learn a given job quickly and efficiently. In order to recruit efficient office staff, aptitude tests are
necessary
c) Personality Test: The definition of personality, methods of measuring personality factors and the
relationship between personality factors and actual job criteria has been the subject of much
discussion. Researchers have also questioned whether applicants answer all the items truthfully or
whether they try to respond in a socially desirable manner. Regardless of these objections, many
people still consider personality as an important component of job success.
d) Simulation Tests: Simulation exercise is a tests which duplicate many of the activities and problems
an employee faces while at work.
e) Graphology Test: Graphology involves using a trained evaluator to examine the lines, loops, hooks,
stokes, curves and flourishes in a persons handwriting to assess the persons personality and
emotional make-up.
f) Polygraph (Lie-Detector) tests: the polygraph records physical changes in the body as the tests
subject answers a series of questions. It records fluctuations in respiration, blood pressure and
perspiration on a moving roll of graph paper. The polygraph operator forms a judgement as to
whether the subjects response was truthful or deceptive by examining the biological movements
recorded on the paper.
To assess subjective aspects of the candidate facial expressions, appearance, nervousness and
so forth;
To give facts to the candidates regarding the company, its policies, etc. and promote goodwill
towards the company.
Types of interviews:
Several types of interviews are commonly used depending on the nature and importance of the
position to be filled within an organization.
In a non-directive interview the recruiter asks questions as they come to mind. There is no specific
format to be followed.
In a patterned interview, the employer follows a pre-determined sequence of questions. Here the
interviewee is given a special form containing questions regarding his technical competence,
personality traits, attitudes, motivation, etc.
In a structured or situational interview, there are fixed job related questions that are presented to
each applicant.
In a panel interview several interviewers question and seek answers from one applicant. The panel
members can ask new and incisive questions based on their expertise and experience and elicit deeper
and more meaningful expertise from candidates.
Interviews can also be designed to create a difficult environment where the applicants confidence
level and the ability to stand erect in difficult situations are put to test. These are referred to as the
stress interview. This is basically an interview in which the applicant is made uncomfortable by a
series of, often, rude, annoying or embarrassing questions.
Steps in interview process:
Interview is an art. It demands a positive frame of mind on part of the interviewers. Interviewers must
be treated properly so as to leave a good impression about the company in their minds. HR experts
have identified certain steps to be followed while conducting interviews:
PREPARATION:
1. RECEPTION: The candidate should be properly received and led into the interview room. Start
the interview on time.
2. INFORMATION EXCHANGE:
State the purpose of the interview, how the qualifications are going to be matched with skills needed to
handle the job.
Begin with open-ended questions where the candidate gets enough freedom to express himself.
Focus on the applicants education, training, work experience, etc. Find unexplained gaps in applicants
past work or college record and elicit facts that are not mentioned in the resume.
3.EVALUATION: Evaluation is done on basis of answers and justification given by the applicant in
the interview.
4. PHYSICAL AND MEDICAL EXAMINATION: After the selection decision and before the job
offer is made, the candidate is required to undergo a physical fitness test. A job offer is often
contingent upon the candidate being declared fit after the physical examination.
5.REFERENCE CHECKS: Once the interview and medical examination of the candidate is over,
the personnel department will engage in checking references. Candidates are required to give the
names of 2 or 3 references in their application forms. These references may be from the individuals
who are familiar with the candidates academic achievements or from the applicants previous
employer, who is well versed with the applicants job performance and sometimes from the coworkers.
HIRING DECISION:
The line manager has to make the final decision now whether to select or reject a candidate after
soliciting the required information through different techniques discussed earlier. The line manager
has to take adequate care in taking the final decision because of economic, behavioral and social
implications of the selection decisions. A careless decision of rejecting a candidate would impair the
morale of the people and they suspect the selection procedure and the very basis of selection in a
particular organization.
A true understanding between line managers and personnel managers should be established so as to
facilitate good selection decisions. After taking the final decision, the organization has to intimate
this decision to the successful as well as unsuccessful candidates. The organization sends the
appointment order to the successful candidates either immediately or after sometime depending upon
its time schedule.
Interviewing Mistakes: May have been influenced by cultural noise, snap judgments, halo effect,
stereotyping, first impression etc.
CHAPTER-4
DATA ANALYSIS
QUESTIONAIRE
1 ) Does the recruitment and selection process of company meet the current legal requirements?
Response Pattern
Strongly Agree
Agree
No opinion
Disagree
Strongly disagree
Remarks
20
30
7
2
1
Percentage
20%
58%
14%
4%
4%
Interpretation:
Near about 20% of the respondents are strongly agree with the statement that recruitment and
selection process of company meets the current legal requirements, and 60% are agree only so, total
80% of the respondent are in favor that the process of recruitment & selection meets the current legal
requirement.
2) Does the Recruitment & Selection Policy of the company are clearly stated?
Response
Remarks
Percentage
Yes
45
75%
Cant say
12
20%
No
5%
Column1
yes
20%
no
5%
can't say
75%
Interpretation:
The question was raised to know that employees are aware about the companys recruitment &
selection policy or not. Near about 75% are agreed that the recruitment & selection policy is clearly
stated and only 5% are disagree.
3) Are you satisfied with the current recruitment policies of the company?
Response Pattern
Remark
Percentage
Yes
30
50%
No
20
34%
Cant say
10
16%
Yes
No
Can't Say
16%
50%
34%
Interpretation:
As per the respondent response near about 50% are says Yes with the statement that they are satisfied
with the current recruitment policies of the company, 34% employs said No and 16% said they cant
say in this statement.
4) Do you think use of External source for recruitment involving third party is good?
Response Pattern
Remark
Percentage
Yes
40
67%
No
15
25%
Cant Say
8%
Interpretation:
Near about 33% are disagree with the statement that external source is better for companys
recruitment process and about 67% are in favor of this statement.
Response Pattern
Strongly Agree
Agree
No opinion
Disagree
Strongly disagree
Remark
10
10
13
22
5
Strongly Agree
Agree
Disagree
Strongly Disagree
Percentage
17%
17%
21%
36%
9%
No Opinion
9%
17%
17%
36%
21%
Interpretation:
Near about 50% are disagree with this statement, means they are not feeling scarcity of manpower
and Only 34% are agree with this statement.
6) Do you agree that company considers employs suggestions while assigning them job?
Response Pattern
Strongly Agree
Agree
No opinion
Disagree
Strongly disagree
Remark
15
19
15
8
3
Percentage
26%
33%
23%
14%
4%
Strongly Agree
Agree
Disagree
Strongly Disagree
14%
No Opinion
4%
26%
23%
33%
Interpretation:
It is very important for any organization to consider employs suggestions while assigning them jobs.
The question was raised to know the opinion that right job is performed by right person. So 55 % are
agree and near about 20% are disagree.
7) Do you feel that company takes suggestions from senior/experienced employees for any kind of
recruitment decision?
Response Pattern
Strongly Agree
Agree
No opinion
Disagree
Strongly disagree
Remark
2
25
24
5
4
Strongly Agree
Agree
Disagree
Strongly Disagree
Percentage
2%
39%
41%
10%
8%
No Opinion
8% 2%
10%
39%
41%
Interpretation:
Nearly 45% are agree with this statement and 20% are disagree but surprisingly 40% gave no opinion
this means they are not aware about other competencies.
8) Do you agree that employees competency matches with the job specification?
Response Pattern
Remark
Strongly Agree
Agree
No opinion
Disagree
Strongly disagree
Percentage
10
20
19
10
1
17%
33%
32%
16%
2%
Strongly Agree
Agree
Disagree
Strongly Disagree
16%
32%
2%
No Opinion
17%
33%
Interpretation:
This interpret ate that company is recruiting the employs according to their capabilities as 50% people
are agreeing that they are recruited according to their competency, But 20% of the people also thinks
that they are not recruited according to their qualification.
9) Do you think that the candidates are timely informed about their selection and rejection?
Response
Remark
Percentage
Yes
57
95%
No
5%
5%
yes
no
95%
Interpretation:
About 95% of the employee said that they are timely inform about their selection or rejection while 5
% doesnt agree with the above statement.
10) Do you think the current recruitment process is capable to judge your capabilities?
Response pattern
Strongly Agree
Agree
No opinion
Disagree
Strongly disagree
Remark
15
25
2
10
8
8%
28%
20%
Strongly Agree
Agree
No Opinion
4%
40%
Disagree
Strongly Disagree
Percentage
28%
40%
4%
20%
8%
Interpretation:
Near about 70% of the candidates are satisfied with the selection procedure and this shows right person
is in right job but near about 30 % are not satisfied so this shows that selection process also needs
some changes.
CHAPTER-5
The process of recruitment & selection that is followed by the company is helpful to meet the
Some respondent are satisfied with the external source of recruitment, It is observed that most
of the candidates are recruited through Reference or other internal source and about 50% have
no opinion.
After analysis it is better to get the manpower by internal source as they are aware about that
candidate skill and behavior but sometimes company will not get right candidate.
The process of recruitment & selection, which is followed by the company, is helpful to meet the
entrained.
So the recruitment & selection policy of company is clearly stated but it requires little bit
CONCLUSION
After doing the data analysis and looking at all the filled questionnaires, I came to
conclusion that:
The company is following all legal requirements i.e. which are based on the governmental norms
relating to the Job security, Minimum wages, Working conditions, Minimum age of Working etc.
The company is clearly stating to all the employees and the person who all are applying job in
the company about the policies on which they are recruiting and doing selection procedure.
Some people in the company thinks that there is scarcity of manpower in the company according
to the needs as day-by-day the companys production is increasing, which is not matching with
the man force in the company.
The company is taking the employees decision while assigning them job which is very good as
the employee always knows about its capability that how much work he/she can do for the
company, so it is concluded that the company is giving chance to employees to take job
according to their capability.
The company is allowing the current employee reference for recruiting new people in the
company through which the trust can be built on the employees. So it is concluded that the
company is taking right decision for themselves.
CHAPTER 6
SUGGESTIONS
After concluding the study of the companies recruitment policy, interaction with some of the
recruitment manager, company associates and based on the responses received from the associates
the following suggests are made to the company for further improvement of the policy.
The organization should not majorly Clear job description is given to the candidates at the time
of interview itself, to avoid disappointment after joining.
The candidate should be informed in time whether they have been selected or not. There should
not be any delay in informing the candidate.
Recruitment feedback should be taken by the candidates to improve the recruitment process.
The employees should be called for the interview only after checking their educational
qualifications and job experience in a proper way so as to save the time and cost involved in the
recruitment process.
There should be the application bank as the major source for the details of the candidate for
recruitment purpose.
Follow up to be done to the newly engaged employees to ensure that they have settled in and to
check on how well they are doing. If they have any problems it is better to identify them at an
early stage rather than allowing them to fester.
Organization should use social networking sites for creating pool of good candidates.
APPENDIX
SAMPLE QUESTIONAIRE
Name;-
Age;-.
Contact number;-.
[Kindly tick () the options you think are right]
1) Does the recruitment and selection process of company meet the current legal requirements?
a) Strongly Agree
b) Agree
c) No opinion
d) Disagree
e) Strongly disagree
2) Do you agree that Recruitment & Selection Policy of company is clearly stated?
a) Strongly Agree
b) Agree
c) No opinion
d) Disagree
e) Strongly disagree
3) Are you satisfied with the current recruitment policies of the company?
a) Yes
b) No
c) Cant say
4) Do you think use of External source for recruitment involving third party is good?
a) Yes
b) No
c) Cant say
6) Do you feel that company considers employees suggestions while assigning them job
a) Strongly Agree
a) Agree
b)No opinion
c) Disagree
d)Strongly disagree
7) Do you feel that company takes suggestions from senior/experienced employees for any kind of
recruitment decision
a) Strongly Agree
b) Agree
c) No opinion
d) Disagree
e) Strongly disagree
Strongly Agree
Agree
No opinion
Disagree
Strongly disagree
9) Do you think that the candidates are timely informed about their selection and rejection?
a) Yes
b) No
c) Cant say
10) Do you think the current recruitment process is capable to judge your capabilities?
a) Yes
b) No
c) Cant say
BIBLIOGRAPHY BIBLIOGRAPHY
Books:
H. John Bernardin Human Resource Management, Fourth Edition, Mc Graw Hill, 2000.
C.R. Kothari, Research Methodology Methods and Techniques, Second Edition, New Age
International Publishers, 2004.
Articles:
Websites:
www.sweetking.co. in
www.scribd.com
www.wikipedia.com
http://dir.indiamart.com/impcat/jelly-candies.html
http://www.researchandmarkets.com/reports/39940/the_global_confectionery_market_trends_a
nd
http://articles.economictimes.indiatimes.com/2013-08-01/news/40963259_1_chocolateconsumption-chocolate-market-indian-consumers